Which Function of HR Deals with the Acquisition of Manpower

Introduction

Human Resources (HR) is a critical component of any successful organization. It is responsible for managing the recruitment, selection, and retention of employees, as well as providing guidance and support to employees throughout their employment. One of the key functions of HR is the acquisition of manpower, which involves the process of finding, attracting, and hiring qualified individuals to fill positions within the organization. This function is essential for ensuring that the organization has the right people in the right roles to meet its goals and objectives. In this article, we will discuss the importance of the acquisition of manpower and the various strategies and techniques used to ensure successful recruitment and selection.

Which Function of HR Deals with the Acquisition of Manpower

Recruitment is the function of HR that deals with the acquisition of manpower.
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Manpower acquisition means planning the job requirements and recruiting the employees according to the company’s needs, it is one of the key functions of HR. Manpower acquisition begins by recruiting a candidate and ends by retaining the employee.

Here is the list of HR functions that are related to manpower acquisition.

Which Function of HR Deals with the Acquisition of Manpower

1. Human Resource Planning

Human resource planning is about identifying the requirements of the job within a company and placing the right candidate for the right job. Human resource planning is also called manpower planning (or) workforce planning.

It will be done by looking at the current labour supply and forecasting labour demand.

I. Analyzing the Present Man Power Supply: To analyze the current manpower supply and the employee data of each department in the organization, managers of each department have to provide their manpower requirements along with the job description and specifications.

ii. Forecasting the Manpower: Once the labor data is collected, it will be analyzed with the company’s ongoing projects and the number of employees required will be calculated.

Once the manpower estimation was done the KRAs and KPIs will be set for each employee.

KRA stands for “Key Result Areas” i.e major tasks that an employee has to perform in a job and that performance is measured by KPI stands for “Key Performance indicators”.

Example: 

KRA for HR Recruiter

Recruiting employees each month as per the organization’s needs

KPI for HR Recruiter

Number of employees were recruited in a month.

2. Manpower Budgeting

After estimating the manpower requirements, the next step is budgeting. It can be done by the company’s business plans, investment capacity, market conditions, skills required by the employees, expected returns, etc.

After analyzing everything above, the salary of each position will be decided and the budget should be prepared based on that, and it should be approved by management.

3. Sourcing Candidates (Internal and External)

Sourcing is about finding the right candidates based on job specifications. This can be done in two ways: internal and external.

Internal sourcing involves promoting and transferring the existing employees to the candidates based on their performance and skills. 

External sourcing is about getting candidate data through advertising in job portals and newspapers, manpower consultants and on-campus interviews, etc.

4. Screening Applications 

Once the applicant’s data has been collected, their applications will be reviewed and the appropriate applicants will be called up for the interview process. 

Candidates will be screened by reviewing their qualifications, skills, and experience in accordance with the requirements of the job.

5. Interviewing Candidates

After screening the candidates, the interview schedule will be prepared and communicated to the candidates. 

Interviews may be conducted over the telephone or directly. The interview is about getting information from employees about their qualifications, past experiences, skills, and personal information. 

If the candidate appears to be a good candidate for the position, the next step is salary negotiation.

6. Salary Negotiation

Salary negotiation is a process of discussion about salary and other benefits offered to employees. Depending on the offer from the employer, the candidate may negotiate the salary. It includes basic wage, statutory benefits, annual salary raise, etc.…

If both parties agree to a specific amount then it leads to the joining formalities.

7. Issuing Offer Letters

After selecting the candidate companies will issue the offer letters citing the position and salary details agreed upon in the interview. The candidate should acknowledge the offer letter either by email (or) by signing a copy of the offer letter.

8. Background Verification

Prior to issuing appointment letters, companies will conduct background checks to confirm employment history, education, and criminal records. 

If the candidate passes the background check, he/she will be given the appointment letter.

Companies can conduct a background check even after hiring the employee as well if they get doubts about that employee. 

These days, companies are taking the help of various recruitment software for the background verification process.

9. Issuing Appointment Letters

After successful background verification appointment letters will be issued to the candidate.  It consists of the complete salary structure, and the organization’s terms and conditions. 

The employee needs to sign a copy of the appointment letter stating that he/she accepts all the terms and conditions of the company. 

Appointment letter acts as a legal document for both the employee and employer.

10. Onboarding & Induction

After the candidate is successfully hired by the company then the next step is onboarding & induction. This is a process of introducing the new hire to other employees and familiarizing the employee with the company’s objectives, policies, and culture.

 11. Gap Analysis

Once the new employee is acquired, the next step is to determine if the employee’s skills actually match the job. If training is needed to develop the employee, training will be given.

12. Retention Management

Balancing labour supply and demand is another important task in HR management. Every time an employee leaves the position, that position should be replaced by the right candidate who is qualified for that position. 

To increase the employee retention rate, an appropriate work environment must be created, along with adequate training and development, good benefits, and recognition programs.

Recommended:

How to get an HR Generalist job after MBA ( E-Book)

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Which Function of HR Deals with the Acquisition of Manpower?

The function of Human Resources (HR) that deals with the acquisition of manpower is known as Recruitment. Recruitment is the process of finding and hiring the best-qualified candidate for a job opening. It is a critical component of an organization’s overall staffing strategy. The goal of recruitment is to attract, select, and hire individuals who have the right skills and abilities to fill job openings and contribute to the organization’s success.

Recruitment involves a variety of activities, such as advertising job openings, screening and interviewing candidates, and making job offers. It also involves developing relationships with potential candidates, such as through job fairs, networking events, and social media. The recruitment process is often managed by a dedicated HR team or a recruitment agency.

Recruitment is an important part of HR because it helps organizations find the right people to fill job openings. It also helps organizations ensure that they are hiring the most qualified and suitable candidates for the job. By having a well-structured recruitment process, organizations can ensure that they are hiring the best people for the job and that they are investing in the right talent.

Jaspreet Singh Ghuman

Jaspreet Singh Ghuman

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